‘It is mandatory for team members to have a cross cultural mind-set’
From how effective open-plan offices are, to whether innovation is enough to succeed, there are many questions that plague employees and the workplace in general. We turned to Achal Khanna, the chief executive officer of SHRM India, the local arm of the Society for Human Resource Management, an alliance of HR managers from over 165 countries, to find out the answers. Edited excerpts: gaps between the global workforce. Today technology gave pathway to virtual offices, improved communication channels across the globe, telecommutation and chance to work in diverse teams. Organisations have truly become global with their teams representing nations across the world.
This in-turn has increased productivity as well as collaboration levels. With the advent of customised innovative technology tools in the workplace, employees are able to spend their time in value adding tasks and cut short their routine, operational work. There is a visible improvement in cost management. right education and skills is an advantage, today’s competitive workplaces demand employees to be on the constant lookout for newer technologies that they can leverage for their work and become more tech savvy. Further it has become mandatory for team members to have a cross cultural mindset given that they are now operating in a truly global set up. Ability to connect with each other—having social intelligence along with emotional intelligence and a design thinking mind-set always add to your advantage and makes you excel over others. cursor. Also with constant war for talent, and with organizations standing on par with their offerings and job profiles, employee experience definitely stands out as a key differentiator for potential talent to join the organization. Employee experience is the buzzword today, and rightfully so it is important in organisation’s success. While every new approach has both pros and cons to it, having an extended workforce (a mix of full time as well as contractors, consultants) has proved its benefits in an organizational set up. This kind of talent management/acquisition strategy has benefits for both employers as well as employees.
With more competitive and changing environments, extended workforce helps organisations to stay nimble to the changing skills need. This allows organizations to try and test the top available talent in the market. This further translates to reduced costs, broader skill base to meet client expectations, and foster creativity.
From an employee perspective, being a part of the extended workforce gives them an opportunity to apply their expert skills, work in varied projects across organisations giving them a wider experience and ultimately reap better financial benefits.